The efficacy of interactive communication interventions for motivating blood donation: A systematic review.

Globally, the demand for qualified healthcare professionals continues to rise in response to population aging, increasing chronic disease burden, and regional workforce shortages. The World Health Organization (WHO) estimates a global deficit of 10 million health workers by 2030, underscoring the need for sustained investment in nursing education and workforce development (). Within Canada, nursing workforce shortages remain a persistent concern, particularly in provinces such as New Brunswick, where the combined effects of outmigration, faculty shortages, and regional disparities in healthcare access have strained the system's capacity to meet growing care demands (; ). Understanding why students choose nursing as a career and what factors influence their retention in their chosen program and career are essential for building a sustainable workforce responsive to Canada's evolving healthcare needs. Choosing nursing as a career is a multifaceted decision shaped by a combination of intrinsic, extrinsic, and social factors (; ). Intrinsic motivations such as altruism, compassion, and a desire to contribute to society are consistently identified as strong drivers for entering the nursing profession (). These motivations reflect the personal value students attach to helping and improving the health outcomes of others. Extrinsic influences, including job security, income stability, and the perceived social status of nursing, also play critical roles (). In addition, social networks, particularly encouragement from family and peers, can strongly shape students’ career decisions (; ). Research internationally has shown that perceived work values are not static but can vary by generational cohort (; ). Generation Z (i.e., persons born after 1997) constitutes 27% of the global workforce in 2025 (), underscoring the practical importance of aligning educational and organizational strategies with their preferences. Further to this, Generation Z now represents the majority of undergraduate nursing students (). This generation has grown and matured in a digital and globalized environment, with distinct expectations for flexibility, professional growth, and technological integration in education and work (). The COVID-19 pandemic further accelerated this shift, as many students transitioned from predominantly in-person learning to online and hybrid education models (; ). Compared to prior generations, they tend to value work–life balance and meaningful engagement, and are less tolerant of rigid or hierarchical workplace structures (). Understanding how these generational characteristics interact with traditional motivations for pursuing nursing is essential for developing recruitment and retention strategies that effectively resonate with today's learners and future healthcare professionals.